A training needs analysis is a process that lets you assess the future training requirements for the organization. Often it is done on an organization or department/team level, but it can also be done at a project or program level, or even on an individual level. It identifies the gap between what staff members need to know in order to do their jobs effectively and what they currently know. The gap uncovered then forms the basis of a training plan for that individual or area. You might also hear it called a training needs assessment – it means the same thing. They are both often abbreviated to TNA.

A TNA can be used at any time, but it’s frequently used at the beginning of a financial year to establish how best to spend the training budget. The gaps in training identified by the assessment can then be prioritized based on any common themes or business requirements, and then a training plan can be drawn up..

Project and program teams use a TNA at the beginning of the work (or a major phase of the work) to establish the needs of the project delivery team so that there is a pool of skilled resources available when required. If you have just won a new contract with a government agency, that would be the perfect time to carry out a TNA to give yourself (and your new client) confidence that the team has the technical and software skills to meet the contract requirements.